Contains both the organizational history of employee and an indication of how he might be used in the future

Position Replacement Form

Focuses on position-centered information rather than the people-centered information maintained on the management card. Helpful in determining what would happen to present position if employee was promoted or left company.

Management Manpower Replacement Chart

Composite view of who management considers significant for human resource planning. Shows performance rating and promotion potential compared with other employees when the company is trying to determine which individual would most appropriately fill a particular position.

Succession Planning

The process of outlining who will follow whom in various organization positions

Outside Organization Position Filling Sources

1. Competitors.

2. Employment Agencies

3. Readers of Certain Publications

4. Educational Institutions

Benefits of Competitors as Outside Position Filling Source

Individual knows the business, competitor has already paid for previous training up to hire, competition weakened by loss of individual, they are a value resource of information.

EEOC

Equal Employment Opportunity Commission -

Agency established to enforce federal laws regulating recruiting and other employment practices

What Does Affirmative Action Mean?

Positive Movement

Purpose of Affirmative Action

Organizational programs whose basic purpose is to eliminate barriers against and increase employment opportunities for underutilized or disadvantaged individuals

Aptitude Tests

Measure intelligence, special abilities, etc.

(SAT's)

Achievement Tests

Measure level of skill or knowledge.

(Typing test)

Vocational Interests Tests

Measures individuals interests in various jobs.

Personality Tests

Measure individual's personality dimensions

Validity of a Test

Test is valid if it measures what is designed to measure

Reliability of a Test

Test is reliable if it measures similarly time after time.

4 Steps of the Training Process

1. Determining Training Needs

2. Designing the Training Program

3. Administering the Training Program

4. Evaluating the Training Program

Most Widely Used Technique for Transmitting Information in Training Programs?

Lectures

Programmed Learning

A technique for instructing without the presence or intervention of a human instructor

Types of On-The-Job Training

1. Coaching - direct critiquing of how well an individual is performing a job.

2. Position Rotation - involves moving an individual from job to job to enable the person to gain an understanding of the organization as a whole.3. Special Project Committee - vehicles for assigning a particular task to an individual to furnish him or her with experience in a designated area.

Rating Scale

Individuals appraising performance use a form containing several employee qualities and characteristics to be evaluated (e.g., dependability, initiative, leadership). Each evaluated factor is rated on a continuum or scale ranging, for example, from 1 to 7.

oCan have the same ranking

Employee Comparisons

Appraisers rank employees according to such factors as job performanceand value to the organization. Only one employee can occupy a particular ranking.

oOne employee holds particular ranking, rank order

Free-Form Essay

Appraisers simply write down their impressions of employees in paragraph form.

Critical Form Essay

Appraisers write down particularly good or bad events involving employees as these events occur. Records of all documented events for any one employee are used to evaluate the person’s performance.